Data breaches are on the rise – here is what employers need to know

The data breach at Capital One is a global security crisis that has impacted millions of people. Sadly, breaches like these are only becoming more common, and employers have a responsibility to protect their employees and their clients.

It is estimated that phishing scams costs the United States half a billion dollars each year. From direct deposit scams to fraudulent PDF files, there has been a shocking rise in these email phishing scams. Indeed, Microsoft’s Security team reports that these malicious phishing emails have increased by a whopping 250 percent.

So, what do employers and employees need to know in order to protect themselves from these scams?

First, it’s crucial that you educate everyone on your team about phishing scams and how to make safer choices online.

“It’s important to understand that it is not enough to simply be aware and cautious when it comes to your own online behavior,” says Rob Wilson, President of Employco USA and human resources expert. “Your entire company can be negatively impacted across the board if just one employee gives up access to your Office 365 account or similar program. Once the phisher has that foothold, they can access an entire wealth of information, and they can then use this position of power to gain access to more info and phish other people on your team.”

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Employment solutions expert explains how employers can prepare for these changes

Important changes are afoot for the Employer Information Report EEO-1 (EEO-1 Report). Employers with 100 employees or more must file this report each year, but this year the EEO-1 will be more complicated than in the past.

“The Equal Employment Opportunity Commission has required employers to provide information about each of their employees such as their gender and ethnicity,” says Rob Wilson, President of Employco USA and employment expert. “But now that is going to be just one part of the puzzle.”

Along with this information, Wilson explains that employers will now have to provide information on employee wages. Providing this pay data is in part the result of advocacy groups like the National Women’s Law Center and the Labor Council for Latin American Advancement who believe pay data transparency will help to bridge the gender pay gap.

“President Trump has been vocal against these proposed additions to the EEOC-1 report, but now despite his hopes to the contrary, pay data is once again required reporting for companies with 100 employees or more,” says Wilson.

Sadly, many won’t be prepared.

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Phishing crimes are on the rise – here is what employers need to know

Phishing scams cost the United States half a billion dollars each year. From direct deposit scams to fraudulent PDF files, there has been a shocking rise in these email phishing scams. Indeed, Microsoft’s Security team reports that these malicious phishing emails have increased by a whopping 250 percent.

So, what do employers and employees need to know in order to protect themselves from these scams?

First, it’s crucial that you educate everyone on your team about phishing scams and how to make safer choices online.

“It’s important to understand that it is not enough to simply be aware and cautious when it comes to your own online behavior,” says Rob Wilson, President of Employco USA and human resources expert. “Your entire company can be negatively impacted across the board if just one employee gives up access to your Office 365 account or similar program. Once the phisher has that foothold, they have access to an entire wealth of information, and they can then use this position of power to gain access to more info and phish other people on your team.”

Second, talk to your human resources and payroll team about how they should never make changes to an employee’s direct deposit paycheck or other benefits without every appropriate form being submitted and verifying the person’s identity.

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Human resources expert available to offer commentary on new overtime proposal

The Department of Labor (DOL) has just released their proposed changes related to the federal overtime regulations.

Rob Wilson, President of Employco USA and employment solutions expert says, “Under the new proposal, employees earning less than $35,308 per year will automatically be eligible for overtime pay. Employees will continue to earn one and a half times their regular pay rate for time worked over 40 hours in a week. However, since this is a proposed rule, the final regulation may incorporate substantial changes including a possibility of the salary threshold ending up higher or lower than the current target of $35,308.”

As for the impact of the possible changes on the business community, Wilson points to past attempts by the Department of Labor to alter overtime regulations.

“This isn’t the first time the DOL has gone down this road,” says Wilson. “In November 2016, a federal court in Texas granted a nationwide injunction prohibiting the DOL from increasing the salary threshold to $47,476. The law would have also included an automatic increase that would be scheduled for every three years. The change was set to take effect December 1, 2016 with the first salary threshold update set for January 1, 2020. Although the Texas court’s permanent injunction is on appeal, the 2016 rule would be rescinded as part of the new proposal.”

Wilson says that the DOL proposal is not without its drawbacks.

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Employment expert explains how businesses can stay on the right side of immigration law

Last week, immigration officials descended on almost 100 7-Eleven stores in 17 states. They carried notices requiring owners of these establishments to produce hiring records for their employees within 3 days.

“These employment audits are part of President Donald Trump’s commitment to changing the face of immigration policy in this country,” says Rob Wilson, employment trends expert and President of Employco USA. “Businesses need to realize that this administration is taking immigration records very seriously, and if they fail to produce the proper paperwork when questioned, they could face fines or even criminal charges.”

Wilson says that states like California, Florida, Illinois, New Jersey, New York and Texas should be on special alert, as it is known that these are the states with the highest number of undocumented workers.

“President Trump is going to start by cracking down in places that are known to have a history of undocumented workers,” says Wilson. “And, he’s going to be tough on employers. Unlike past administrations which focused more on the workers themselves, Thomas Homan, acting director of Immigration and Customs Enforcement, promises a significant increase on work-site raids and he says that they will prosecute those who knowingly hire undocumented workers.”

The employment trends expert says that there are several things companies need to do in order to ensure that their businesses are “ICE-proof”:

1. The most important step is to ensure that Forms I-9 are properly created when a worker is first hired. Form I-9 is used to verify the identity and ability of people to work in the United States. Staff should receive training to learn how to legally complete the form, inspect the person’s documents (e.g., driver’s license), and answer employee questions.
2. Employers should also periodically coordinate Form I-9 self-audits to be conducted by a neutral and knowledgeable employee or vendor who is not part of the regular process. These audits will surface deficiencies with the actual Forms I-9 or the process itself.  If problems are discovered, the staff may need additional training.
3. To complete the preparation, companies should also create inspection and raid day plans. Everyone from the receptionist to the HR personnel to the CEO should be ready for possible scenarios where ICE presents a criminal search warrant, administrative arrest warrant, or inspection notice. In some circumstances, the company can deny ICE immediate access to their private property and Forms I-9.

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.